"A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal, sometimes shortened to 'PA,' is a periodic and systematic process whereby the job performance of an employee is documented and evaluated."
Process of evaluating an employee's job performance and providing feedback to help them improve and develop their skills and abilities.
Performance Appraisal Principles: The fundamental principles and theoretical concepts of performance appraisal, including its purpose, objectives, benefits, and challenges.
Performance Management Process: The performance management process provides an overview of all the steps involved in performance appraisal. Key areas include goal setting and performance evaluation.
Performance Evaluation Methods: The different methods used to evaluate employee performance, including rating scales, graphic rating scales, forced choice, critical incidents, and behaviorally anchored rating scales.
Criterion Measures: The different measures used to evaluate employee performance, including objective measures such as productivity, profitability, and quality, and subjective measures such as customer satisfaction.
Bias and Fairness: Factors that can influence the performance appraisal process, such as bias and fairness. This topic includes discussion of different types of bias and their impact on the appraisal.
Legal and Ethical Considerations: The ethical and legal considerations that should be taken into account when conducting performance appraisals, including considerations such as employee privacy and adherence to employment law.
Feedback and Communication: The importance of providing constructive feedback and effective communication during the performance appraisal process, and best practices for delivering feedback.
Performance Improvement Plans: Designing effective performance improvement plans that address areas of weakness and provide employees with guidance on areas for improvement.
Performance Appraisal Training: Important topics and materials that can help prepare both managers and employees for performance appraisal.
Performance-Related Motivation: The role that performance appraisals can play in motivating and encouraging employees, including how to create effective goals and objectives that align with organizational goals.
Behavioral checklist: A performance appraisal method that uses a list of detailed behaviors to assess an employee's performance.
Graphic Rating Scale: A performance evaluation method that scores employees on a scale that ranges from poor to excellent based on specific goals, attributes, or behaviors.
Management By Objectives (MBO): Employees work with their managers to set specific goals and objectives; after the evaluation period, managers assess whether goals were achieved.
360-Degree Performance Appraisal: A review of an employee's performance is conducted by their superiors, subordinates, peers, and clients.
Forced Ranking: Ranking each employee in a department or division based on their performance; then, performance appraisals are determined accordingly.
Essay Method: A performance appraisal method that requires supervisors to write out lengthy comments evaluating the employee's performance.
Critical Incident Method: Employees' performance is evaluated on the basis of a collection of individual incidents demonstrating both efficient and ineffective behavior.
Field Review: Performance evaluations will be based on an employee's production and behavior in their daily activities.
Human Resource Accounting: This method evaluates employees based on the cost attached to them and the return earned from them.
Behavioral Observation Scale: A performance evaluation technique that determines employee effectiveness by observing their work behavior.
BARS (Behaviorally Anchored Rating Scale): An appraisal technique focusing on describing various levels of behaviors that are relevant to job performance.
Peer Appraisal: In this appraisal technique, employees' peers assess their skills and give constructive feedback.
Ranking System: Evaluating an employee's performance in comparison to others in the same position by ranking them.
Comparative Evaluation: An evaluation technique that involves comparing employee performance with that of others in the organization.
Results-Oriented Appraisal: Determining employee efficiency by analyzing the end results of their activities.
Self-Evaluation: The evaluation of an employee's performance is done by themselves.
Management By Exception: Employees receive feedback solely when they submit below-standard work.
Goal Setting Worksheets: Evaluating employee performance for the achievement of desired goals.
Assessment Centre Method: This method evaluates employee performance through a set of tests that assess a certain range of skills.
Observational Checklist: Keeping track of behavioral indicators displayed by employees, which are then utilized to evaluate employee performance.
"Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations."
"Performance appraisals are most often conducted by an employee's immediate manager or line manager."
"A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal, sometimes shortened to 'PA.'"
"This is done after employees are trained about work and settle into their jobs."
"Performance appraisals are a periodic and systematic process."
"While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good."
"Performance appraisals are a part of career development."
"It is an element of the principal-agent framework, that describes the relationship of information between the employer and employee, and in this case, the direct effect and response received when a performance review is conducted."
"This is done after employees are trained about work and settle into their jobs."
"Performance appraisals are most often conducted by an employee's immediate manager or line manager."
"A performance appraisal is a periodic and systematic process whereby the job performance of an employee is documented and evaluated."
"It is an element of the principal-agent framework, that describes the relationship of information between the employer and employee, and in this case, the direct effect and response received when a performance review is conducted."
"Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations."
"A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal, sometimes shortened to 'PA.'"
"While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good."
"Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations."
"Performance appraisals are most often conducted by an employee's immediate manager or line manager."
"A performance appraisal is a periodic and systematic process."
"While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good."